Conflict in the Workplace

Executive summary

This intended purpose of this paper is to discuss conflict that arises in the performance reviews. When employees receive bad or negative performance reviews, there can be a lot of issues that follow, low morale, animosity, disinterested or demotivated employees and other negative factors.

Performance reviews are utilized by most companies. It is an opportunity for individual employees and management to engage in a dialogue about their performance and development, as well as the support required from the manager. Performance appraisals usually review past actions and behavior and so provide an opportunity to reflect on past performance. But to be successful they should also be used as a basis for making development and improvement plans and reaching agreement about what should be done in the future (Moran 2012).

This paper will identify and describe the causes for conflict in the performance review process, and possible resolutions and recommendations that can be taken to fix or avoid this conflict from occurring.

Background

Performance reviews at any company can be an exciting time for some employees, and for others, it can be a dreadful time. No employee likes to receive a negative performance review, but giving negative feedback in a review can be unavoidable based on the employee's own actions during the review period and the manner in which it is being communicated to them.

The performance appraisal system has to be based on clearly specified and measurable standards and indicators. Goals have to be consistent and mutually decided by the employee and management. The appraisal system has to be reliable and consistent, and should include both objective and subjective ratings. The appraisal format should be practical and simple. The process should be participatory and open. It should be linked with rewards. Feedback is an important part of appraisal, and has to be timely, impersonal and noticeable. Observe that an appraisal...